Who We Are
AboitizPower is a major Philippine energy provider focused on building a balanced fleet of generation capacities. We also manage the second and third largest electric power distribution networks across the country, providing Filipinos energy they need to prosper.

What We Do
We provide reliable and affordable electricity through responsible operations and investments while supporting the country's energy transition goals.

Our Impact
We are proud to be among the Philippines' leading providers of energy and aim to continue paving the way toward a brighter, more sustainable future for everyone.

AboitizPower is an equal opportunity employer. We believe that a diverse and inclusive workforce is crucial to our purpose of driving change for a better world. We consider and encourage all applicants without discriminating against age, sexual orientation and/or gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity or other status protected by law. Our equal opportunity and non-discrimination policy applies in all aspects of employment, including recruitment, hiring, regularization, promotions, transfers, discipline, termination, benefits and training.

We urge everyone to be vigilant against scams that involve fraudulent offers of employment with Aboitiz Power Corporation. AboitizPower will never ask or solicit any form of payment at any point during the job application process.  AboitizPower only uses its official pages and links to communicate open roles and its recruitment. To ensure your security, please correspond and refer to the official channels only. Our official channels are: 

1. Aboitiz Power Corporation Website: https://www.aboitizpower.com
2. Careers Website: https://careers.aboitizpower.com
3. LinkedIn: https://www.linkedin.com/company/aboitizpower
4. Facebook: https://www.facebook.com/AboitizPowerCorporation
5. Tiktok: https://www.tiktok.com/@aboitizpowerofficial


AboitizPower

The HR Business Partner Specialist collaborates with the HRBP team to enhance the employee experience through HR services, focusing on organizational development, learning and development, talent engagement, and retention, while also contributing to initiatives that improve overall organizational effectiveness.

HRBP Specialist

Autohub GROUP is a synergy of automotive dealerships, distributorships and car service companies composed of Ford, Nissan, Hyundai, Mazda, Foton, Changan, Ssangyong, Geely, MINI, Rolls Royce, Lotus, Pagani, Vespa, and Triumph. It also sets up the Autohub Institute of Technology which caters to Automotive Servicing NCI and NCII. Renthub for car rentals, Nexthub for car repair services, Painthub for automotive body and paint, ACCS and VKool for car parts and accessories. 

Autohub Group of Companies, Inc. is a registered business under the Securities and Exchange Commission on July 19, 2007, with its corporate office at Block 15, Ford Global City Building, Rizal Drive, Bonifacio Global City, Taguig. Its primary function is to manage the different dealerships/brands indicated above. It is headed by its President and Dealer Principal, Mr. Willy Q. Tee Ten. 

Autohub is your One-Stop-Auto Shop! Its product range consists of high-end to entry level vehicles (i.e. passenger cars, SUV’s, pick-ups, 4-6 wheeler cab and chassis trucks and motorcycles), genuine and aftermarket parts and accessories, and car care products.  

Autohub is equipped with the world’s finest machines, as well as highly trained, qualified sales and service personnel, to provide its clientele with all their vehicle requirement’s needs while maintaining excellent customer satisfaction through efficient and quality customer oriented programs and the centralization of its group sales and service activities.

VISION – to be the preferred Automotive Group for innovative solutions, quality products and reliable services.

MISSION – to provide comprehensive automotive products and services through synergy that would ensure complete customer satisfaction and best interest of all stakeholders.


Autohub Group of Companies, Inc.

Job Summary: Primarily responsible for the effective and efficient administration of Employees’ Welfare and Benefits services in accordance with the organization’s philosophy and policies on human resources and in compliance with the rules and regulations of the government regulatory bodies on employment.

Responsibilities:

<ol>
	<li>Administers statutory requests and benefits availment from DOLE, SSS, PHIC, HDMF, and BIR</li>
	<li>Ensures the timely processing and delivery of statutory benefit availments and requests</li>
	<li>Ensures that all documents and requests are properly accomplished, signed by proper authorities, and issued to employees concerned on time copy furnished 201 files</li>
	<li>Administers employees' welfare and benefits such as the ff: 1) Health and Maintenance Organization Coverage, Company and Calamity loan, Bereavement Assistance, Leave, Group Personal Accident Insurance, Meal Subsidy, 1st Aid Medicines, etc.</li>
	<li>Monitors procedural and documentation compliance in accordance with the policy of each company benefits</li>
	<li>Conducts researches on best practices on employees’ welfare and benefits</li>
	<li>Oversees the proper implementation of Autohub Group Mutual Assistance Fund (AGMAF)</li>
	<li>Oversees and facilitates health and wellness-related seminars/talks</li>
</ol>

HR Supervisor | Autohub

Primarily responsible for the overall management of the Human Resources Division and the efficient and effective delivery of HR services to the Autohub Group of Companies in accordance with Autohub philosophy and policies on human resources and in compliance with the rules and regulations of government regulatory bodies.

Location: NCR, Main Office - BGC Taguig

HR Manager | NCR Autohub Group

Primarily responsible for the supervision of the efficient and effective delivery of HR services in covered companies in accordance with the Autohub philosophy and policies on manpower resources and in areas of recruitment and selection, orientation, training and development, employee relations, compensation and benefits, and other related functions.

HR Supervisor

AP Cargo Logistic Network Corp. is a fast growing freight-forwarding company with branches nationwide. Among its major clients are Avon, Davies paint, and Brother's Burger. With our constant growth and expansion nationwide, we are looking for aspiring individuals that will be part or our company across the country.  
 
AP Cargo has evolved over the years as the trusted brand for land, air, and sea transport industry. Developed and nurtured by the AP Group of Companies, which took its root in transporting interisland marine products. We are highly trained to transport lead time and temperature sensitive cargoes. The AP Group of Companies has assimilated in its core values the true meaning of providing exceptional service with the sense of urgency and dedication. Its arrays from various of products move through truck or air-freight. From marine products expanded to newspapers, beauty products and other general cargoes that requires special attention and handling. Twenty nine years since its inception, AP Group of Companies continues to exist meaningfully as it strives to make a difference in the logistics performance to its customers nationwide. AP Cargo delivers — whenever the customer wants to, wherever the customer plans to, and however the customer wishes to — with AP Cargo’s way of exceeding expectations and providing dedicated and committed service. We deliver personalized and flexible techniques in managing and delivering results for  our customer satisfaction.
 
Our Mision
To consistently exceed customer expectations focused on delivering exceptional service and value with the right mind-set, attitude, and hear of an engaged organization.
 
Our Vision
To be the preferred domestic logistics provider focused on addressing the customer’s unique
distribution requirements.
 
On People
We develop inspired, committed, and loyal employees as they truly understand the meaning of customer-focused service. Service is what keeps our business. Our employees are truly engaged and can deliver exceptional and extraordinary service.
 
On Service
We believe in our capability to deliver with the sense of service and true urgency. We take responsibility in making the difference. We value our customer’s business as it provides the true value to our business.

AP Cargo Logistic Network Corporation

<ul>
	<li>Formulates and executes HR strategies in line with business objectives.</li>
	<li>Oversees the various HR functions--ensuring alignment with business goals and directions, as well as promoting customer-centric services that support a healthy employee life cycle. </li>
	<li>Provides professional leadership, support and development of the HR Team thru training, developmental assignments, sharing and promoting best practices to ensure that relevant and expected professional standards are met</li>
	<li>Oversees, facilitates and resolves management and employee relations matters. </li>
	<li>Ensures that the company policies and practices are compliant with current regulations, i.e. Philippine Labor Code, accepted professional standards set, policies and procedures.</li>
	<li>Advises and strategizes the development and implementation of policies </li>
	<li>Fosters employee development, engagement, motivation and retention.</li>
	<li>Provides necessary data and reports on related areas (internal or external in nature), as basis for crucial decision-making.</li>
	<li>Drives the continuous improvement and takes a lead role in strengthening organizational culture ensuring corporate values are displayed, leadership capabilities are fully developed or sufficiently skilled and enabled to activate their HR roles. </li>
</ul>

HR Head

Game8 Global Inc. is a newly established company, and hiring started in October 2020. The company aims to provide sufficient and trustworthy information to all game enthusiasts worldwide. We offer walkthroughs for various games as a service by disseminating helpful articles, both updated and newly developed games, on one of Japan's top game guides and walkthrough sites, Game8 Inc.

As Game8 Global Inc. is relatively new, we are still looking for avid gamers with content writing and/or video editing experience. We are highly interested in having unique, extremely motivated, and passionate individuals join the team. 

With a regularization rate of 85%, there's a high chance for promotion to higher positions depending on your work performance. 

If you have a fascination with games, are ecstatic about meeting people with a young and fresh vibe, eager to learn, and would like to be a part of our growing team, please send us your CV or apply here, and we'll be more than happy to welcome you!

Game8 Global Inc.

<ul>
	<li>May be assigned to handle end-to-end Talent Acquisition process from talent search and pre-screening up until onboarding or offboarding process.</li>
	<li>Records and monitors the attendance of employees and takes note of violations such as tardiness, absences, over breaks, etc., and records and reports any changes in leaves and other applicable credits and forms of employees.</li>
	<li>Filing incoming and outgoing documents, including confidential documents by higher management, of the company, and checking and keeping records of the Personnel Policies of the companies, Evaluation forms &amp; 201 Files of employees.</li>
	<li>Support and initiate additional engagement programs within the company, prepare monthly, quarterly, and annual governmental reports (SSS, HDMF, PHIC, DOLE, and other government agencies as necessary), assist in the preparation of Payroll reports, and attend to other administrative and clerical tasks instructed by management.</li>
	<li>Monitoring Company-owned items such as laptops, consoles, and other office equipment including their release and return.</li>
	<li>Assists with organizing company events such as year-end and summer events if necessary.</li>
	<li>Plans employee training and development activities, including on-the-job and orientation activities for new hires and regularized employees.</li>
	<li>Supporting expatriates in the company by providing assistance in mobile phone and internet line registration, preparation of visa documents, business trips, and their residences.</li>
	<li>Coordinates with applicable vendors as support of the company's requirements</li>
</ul>

Interviewing and Hiring

Clerical Skills

Employee Relations

Attention to Detail

Speaking

Microsoft / MS Office

HR and Admin Officer

The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. 

Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. 

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. 

The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

Ateneo de Manila University

Summary of Work Activities and Responsibilities:

Under the supervision of the Organization Design and Development Section Head, the HR Officer will assist in designing, developing, implementing, and evaluating organization design and development projects for the University.

Main Duties and Responsibilities

I. University-wide Organization Profiling

<ul>
	<li>Tracks and detects trends in terms of organization elements and realities (e.g., organization layers, mandates, employee count, leadership profile, employee competence, etc.) which shapes the organization design, and makes the necessary recommendations to improve organization capability.</li>
	<li>Regularly provides data that would show a picture of the current organization profiles to help the University prepare for the future, in coordination with the different OPT&amp;OD sections.</li>
</ul>

II. Organization Diagnoses 

<ul>
	<li>Assists in conducting organization needs assessment, utilizing the most appropriate data gathering and validation methodologies.
	<ul>
		<li>Drafts an organization assessment plan, after due consultation and understanding of the needs of the client.</li>
		<li>Drafts questionnaires and/or data gathering guide to facilitate the sessions.</li>
	</ul>
	</li>
	<li>Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources.
	<ul>
		<li>Identifies priority needs and recommends next steps based on the analyzed data.</li>
	</ul>
	</li>
	<li>Assists in preparing an analysis of the organization design and job design and its impact on work, service delivery, and actualization of organization mandates.
	<ul>
		<li>Works with the various OPT&amp;OD groups and sections in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.</li>
		<li>Assists in reviewing the effectiveness of an organizational unit, working with the Workforce Analysis and Job Design (WAJD) Section in understanding how the job designs were shaped, and how it may be re-shaped to bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.</li>
	</ul>
	</li>
</ul>

III. Organization Development Accompaniment and Evaluation

<ul>
	<li>Assists in monitoring the unit’s strategies, environment, technology, size, culture and other factors which shapes or has an impact in shaping organization design.</li>
	<li>Assists in designing organization development (OD) interventions and evaluation process to address gaps determined in the organizational diagnosis phase.</li>
	<li>Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering etc.) as assigned by the Organization Design and Development Section Head.
	<ul>
		<li>Monitors, coordinates, and evaluates organization development projects, keeping track of the deliverables, timelines and agreements.</li>
		<li>(Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process.</li>
		<li>Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context.</li>
		<li>Assists the other sections in carrying out needed interventions.</li>
	</ul>
	</li>
	<li>Documents the accompaniment process and interventions provided.</li>
</ul>

IV. HR Partnering and Administrative Functions

<ul>
	<li>Actively researches practices related to organization design and development frameworks, assessment strategies, intervention and evaluation.</li>
	<li>Keeps abreast of organization advancements, taking special interest in organization design, job design, process improvements, and change management.</li>
</ul>

HR Officer | Organization Design and Development

Kalibrr’s mission is to help transform the way organizations hire great talents, and talents find meaningful career opportunities. Through our portfolio of technologies and services, we’re building a company that connects millions of individuals with world-class businesses, that helps forge strong recruiter - candidate relationships, and ultimately humanizes the entire hiring and career discovery experience. 

Whether we’re launching new technologies to help companies hire better or strategic programs to help talents engage with employers more meaningfully - people at Kalibrr are optimists at heart. We believe in our ability to continuously improve the value we can deliver and the impact we can create - one opportunity, one individual at a time. Together, we are powering innovation in SE Asia, by enabling ground-breaking organizations in the region to work with exceptional individuals



Kalibrr 

Kalibrr’s mission is to revolutionize the way candidates find jobs and companies hire talent. As a People Operations Associate, you will play a key role in bringing this mission to life internally—by ensuring every Kalibrr employee enjoys an exceptional and seamless employment experience. You’ll support the day-to-day execution of HR processes across the employee lifecycle in the Philippines. This role is ideal for someone organized, people-focused, and eager to grow their career in HR while making a meaningful impact on company culture.

Responsibilities:

Candidate Experience

<ul>
	<li>Spearhead the hiring for all vacancies under Kalibrr Philippines.</li>
	<li>Create unparalleled, end-to-end recruitment experience for prospective Kalibrr employees from sourcing, screening, interviewing, and hiring candidates for Philippine country operations.</li>
	<li>Prepare onboarding kits, collect employment requirements, and conduct new hire onboarding sessions.</li>
</ul>

 

Employee Experience

<ul>
	<li>Assist the People Team in creating and implementing People Operations processes, systems, and initiatives that impact employees' hire-to-retire lifecycle.</li>
	<li>Prepare payroll instructions and other confidential information, including final pay.</li>
	<li>Plan and execute engagement projects across the organization to ensure a great employee experience.</li>
	<li>Provide quality support to the People Operations team by handling requests and ensuring the employee’s needs are met.</li>
	<li>Monitor employee regularization, performance evaluations, work anniversaries, promotions, lateral movements, birthdays, and resignations.</li>
	<li>Ensure that the employee 201 file is accurate and updated including employment data.</li>
	<li>Handle the offboarding process.</li>
	<li>Other tasks that would be relevant to the People Operations Team.</li>
</ul>

 

Operations

<ul>
	<li>Assist in liaising with vendors and partners and ensure that all requirements related to People Operations are met in a timely manner.</li>
	<li>Help ensure that we are 100% compliant with labor laws and regulations.</li>
	<li>Contribute to ongoing improvements in People systems, workflows, and process documentation.</li>
</ul>

People Operations Associate (PH)

Summary of Work Activities and Responsibilities:

Under the supervision of the Employee Capability and Development Assistant Director, the Senior Employee Capability and Development Officer II attends to the University’s learning and development, performance management, promotion management, career management, and succession management systems.

Main Duties and Responsibilities

HR Business Partnering and Accounts Management

Keeps track of updates and developments that affect the University as an organization, including its employees.

Serves as a partner to an assigned cluster/school’s leadership team on initiatives that require HR/OD expertise and services. 

Employee and Team Profiling 

Tracks employee profiles, which includes performance growth requirements and interventions and employees with potentials, and provides insights per cluster, job family, and sub-family, and recommends strategies on how to improve the optimal work performance level of the units and the University.

Regularly provides data that would show a picture of the current employees, leaders, and team profiles and dynamics.

Works with units in addressing perennial and extraordinary individual and/or team concerns, developing high potential employees.

3. Performance Management and Accompaniment

Designs, implements and evaluates an adaptive performance management system, ensuring its effectiveness in capturing the performance of the employees; periodically reviews the system to check reliability in measuring employee performance vis-à-vis organizational performance. 

Monitors the performance of probationary employees in ensuring that the employees are properly oriented and capacitated to perform their roles during the crucial stages of the employees life 

Career Development and Accompaniment

Designs, implements, and evaluates a responsive career management and development program.

Works with the various OPT&amp;OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals. 

Learning and Development Accompaniment

Designs and sets up the learning and competency frameworks vis-à-vis the University’s career management and job classification system. 

Oversees the delivery of learning programs, ensuring that various learning modalities are utilized to meet the different learning styles, preferences, and needs of employees.

Leadership and Succession Management 

Formulates, designs, organizes, and evaluates leadership development programs for potential and incumbent leaders.

Accompanies leaders in spotting talents who have the potential to take on critical positions, and mapping the possible interventions to prepare them for the roles. 

Team Capability and Accompaniment

Develops a high-quality orientation, onboarding, and socialization experience for new team members, rooted in the University’s mission and values.

Monitors the probationary employees and sees how they are settling in with their teams, ensuring that they have the necessary support to succeed in their roles.

HR-Specific: Development

Assists in reviewing the capabilities of OPT&amp;OD team members, and recommends programs possible capability and learning interventions.

Coordinates the attendance and payments of OPT&amp;OD team members to capability development programs.

Group Management Support

Keeps abreast of employee capability and development assessment, intervention and evaluation methodology and frameworks within and among the academic community and other industries.

Reviews employee capability and development programs, and (re)designs a responsive transition program.

Senior Employee Capability and Development Officer II

The position holder acts as a strategic partner to the line by embedding corporate HR 
strategy into day-to-day work and providing professional HR guidance and support to 
relevant internal client groups with the objective of adding value to the business.

<ul>
	<li>Contributes to the business strategy by helping Team Leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes</li>
	<li>Supports the Team Leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy</li>
	<li>Facilitates long term HR initiatives aligned with the strategic leadership agenda</li>
	<li>Ensures leadership and coaching culture is cascaded through the organization</li>
	<li>Reviews key business performance targets and their related talent implications with business leaders</li>
	<li>Assists CSU Heads in providing employees with development opportunities that align with current and future performance standards</li>
	<li>Develops and promotes ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes</li>
	<li>Understands and solicits employee opinions and anticipates their needs and concerns</li>
	<li>Provides advice and coaching to employees where appropriate</li>
	<li>Acts as a liaison between the line and HR to ensure HR services are aligned with internal client needs</li>
	<li>Ensures compliance to DOLE standards (for special cases such as redundancy, retrenchment) and just cause</li>
	<li>Ensures proper implementation of company code of discipline</li>
	<li>Reviews and benchmarks the internal and external environment to improve HR</li>
	<li>policies and initiatives to enhance overall business performance</li>
	<li>Identifies and drives communication and sharing of best practices across functions to facilitate continuous improvement</li>
	<li>Conforms to the company’s Quality, Environmental, Occupational Health and Safety,</li>
	<li>and Information Security Management Systems policies, standards, procedures, and guidelines based on ISO 9001, ISO 14001, OHSAS 18001, and ISO 27001 Standards</li>
	<li>Reports Environmental, Occupational Health and Safety, and Information Security</li>
	<li>events/incidents or potential events, or other security risks to the organization/</li>
	<li>committees-in-charge</li>
	<li>Protects information assets from unauthorized access, disclosure, modification, destruction, or interference in accordance with ISMS policies</li>
	<li>Maintains availability, confidentiality, and integrity of documents.</li>
	<li>Travels at times given nationwide presence of accounts.</li>
	<li>Performs strategic communication materials to include corporate announcements and memoranda.</li>
</ul>

HR Business Partner Manager

Ousian Solutions, Inc. (OSI) is a consultancy firm offering a wide range of services with the aim of providing customized solutions to address the needs and requirements of clients. 

Its expertise lies in the areas of information technology, corporate secretarial and governance, human resource management and organization development.

Our goal is to empower organizations by improving workforce effectiveness, optimizing performance, and fostering sustainable growth. Ultimately, we help businesses maximize their return on investment and achieve their strategic goals

Ousian Solutions Inc.

Key Accountability Areas

<ul>
	<li>Assist with day-to-day operations of HR department. </li>
	<li>Support and assist in HR tasks such as Recruitment, Onboarding, Off-boarding, Timekeeping, Employee Benefits Administration, and Employee Engagement. </li>
	<li>Create a positive employee experience and ensure smooth execution of HR processes.</li>
	<li>Maintain accurate and up-to-date files, records, and documentation. </li>
	<li>Recommend process improvements in the form of automations, usage of different tools, and process flows. </li>
	<li>Facilitate timely resolution of employees’ HR related concerns. </li>
	<li>Support all internal and external HR related inquiries.</li>
	<li>Monitor and request for HR supplies as needed. </li>
	<li>Perform other HR tasks/duties as assigned. </li>
</ul>

HR Officer

Remedy is a dermatology technology company focused on treating acne, which is one of the most common skin conditions worldwide. Remedy seeks to be the trusted innovative acne solution.

Founded by tried and tested professionals in dermatology and tech, we are grounded in experience, expertise and continued innovation in the marriage of both fields.

We pride ourselves in developing reasonably priced high quality dermatological solutions, because we believe that everyone deserves long- lasting confidence in themselves.

Remedy Skintech, Inc.

We are looking for a People Operations Associate to join our growing team! You will support our People Operations team in all aspects of HR operations for Remedy and its sister company, including Employee Relations, Compensation &amp; Benefits, Employee Management, Recruitment, and other ad hoc tasks.

You will report directly to our Group People Operations Lead.

Key Responsibilities:

<ul>
	<li>Administer employee benefits, such as HMO and government benefits, like SSS, PhilHealth, Pag-IBIG, and salary loans.</li>
	<li>Draft and issue Notices to Explain (NTEs), Notice of Decisions, memos, and other disciplinary documents.</li>
	<li>Conduct administrative hearings, ensure due process for employees involved in violations, &amp; recommend appropriate disciplinary actions based on company policies and labor standards.</li>
	<li>Support our team by performing end-to-end recruitment (collaborating with hiring managers, screening resumes, scheduling candidates, conducting interviews, preparing offers) for a variety of roles.</li>
	<li>Facilitate Onboarding &amp; Offboarding activities.</li>
</ul>

People Operations Associate

CMG Retail is a house of brands empowering women to build confidence and creatively express themselves everyday.

Our portfolio spans boutiques (CLN, CMG, So Fab), department stores (Matthews, Figlia, Figliarina, Sorores, Marie Nicole, Shubizz), men's (Traffic, Uomo) and international (Dr. Martens, Staccato, Vizzano).

With over 40 years of experience in the fashion industry and more than 200 retail locations nationwide, we are a trusted partner of women from all walks of life.

We look forward to meeting you!

CMG Retail Group

Duties and Responsibilities:

<ul>
	<li>Performs efficient sourcing, scheduling, screening, of all applicants.</li>
	<li>Conducts initial interview and test administration</li>
	<li>Timely deployment of personnel request</li>
	<li>Prepares appointment paper, employee clearance, and certificate of employment</li>
	<li>Prepares the 201 files of employees</li>
	<li>Maintains files of applicants’ pool with completed requirements.</li>
</ul>

HR Assistant

facebook.com/ImpactTrainingConsultancy

IMPACT Training & Consultancy is a company committed to the advancement and excellence of its multi-national clients across several industries. We run nation-wide operations by a team of dynamic and highly competent individuals who aim to make an impact on each of our clients’ organizations. We do this by strengthening and intensifying their capabilities through effective training, management planning, analysis, and implementations.

IMPACT offers career opportunities across several workforces, providing a unique career experience depending on your skills, career goals and personal learning objectives.

IMPACT - Training / Marketing / Consulting

A. Compensation and Benefits Management

<ul>
	<li>Design, implement, and manage competitive compensation programs that attract, retain, and motivate employees</li>
	<li>Administer employee benefits programs including health insurance, leave benefits, allowances, and other fringe benefits</li>
	<li>Ensure accurate and timely payroll processing in coordination with the payroll team</li>
	<li>Monitor market trends and adjust compensation and benefits strategies to stay competitive</li>
	<li>Conduct job evaluations and salary benchmarking</li>
	<li>Address employee concerns or questions related to compensation and benefits</li>
</ul>

B. Timekeeping

<ul>
	<li>Ensure that employee attendance is consistently recorded, which may involve using biometric systems or the HRIS</li>
	<li>Maintain records of employees’ unused leave balances</li>
	<li>Ensure compliance with statutory leave laws such as Service Incentive Leaves (SIL), Maternity Leaves, Paternity Leaves, and Solo-parent Leaves</li>
	<li>Review timesheets to ensure accuracy before payroll is processed</li>
	<li>Coordinate with the finance or payroll team to ensure timely and accurate salary disbursement</li>
	<li>Update leave and offset records regularly</li>
	<li>Provide reports to management on attendance trends, absences, and any issues that might arise with employee time off</li>
</ul>

C. Government Contributions

<ul>
	<li>Ensure proper reporting and remittance of employee and employer contributions to government agencies such as SSS, PhilHealth, Pag-IBIG, and BIR</li>
	<li>Liaise with government bodies regarding any changes to contribution rates or compliance requirements</li>
	<li>Keep the management team updated on any changes in labor laws or government policies that impact the business</li>
</ul>

D. Employee Relations and Support

<ul>
	<li>Provide guidance and support to employees regarding benefits, compensation, and compliance issues</li>
	<li>Respond to employee queries on HR policies, benefits, payroll, and regulatory matters</li>
	<li>Assist in the resolution of employee concerns related to compensation, benefits, or non-compliance matters</li>
</ul>

E. Reporting and Documentation:

<ul>
	<li>Ensure accurate record-keeping and reporting for all compensation, benefits, and compliance-related activities</li>
	<li>Generate regular reports for management related to compensation data, benefits utilization, and compliance metrics</li>
	<li>Maintain up-to-date records of employee benefits, government filings, and other regulatory documents</li>
	<li>Analyze attendance trends to identify areas of improvement</li>
	<li>Create reports for management regarding workforce productivity, overtime, or absentee rates</li>
</ul>

F. Business Compliance

<ul>
	<li>Ensure compliance with all labor laws, regulations, and best practices</li>
	<li>Prepare and submit DO 174 applications for contracting or subcontracting arrangements, ensuring full compliance with labor standards and documentation</li>
	<li>Monitor compliance with data privacy regulations such as the Data Privacy Act and ensure that employee data is handled securely and appropriately</li>
	<li>Coordinate with legal counsel and external authorities to resolve compliance issues or audits</li>
</ul>

G. Process Improvement:

<ul>
	<li>Participate in the development and continuous improvement of HR policies, especially in areas related to compensation, benefits, and compliance</li>
	<li>Recommend and implement improvements to existing processes to streamline operations and ensure accuracy</li>
	<li>Stay updated on HR best practices, labor laws, and government regulations to ensure the organization remains compliant</li>
</ul>

Compensation, Benefits and Compliance Officer

Main Duties and Responsibilities

I. Employee Relations

<ul>
	<li>Serves as primary point of contact for employee concerns and issues with fellow employees (i.e. employee to employee, and/or employee to supervisor &amp; vice-versa)</li>
	<li>Conducts research on best practices in conflict resolution and management, and alternative dispute resolution methods, including mediation and conciliation, to support a just, fair and effective employee relations</li>
	<li>Receives and assesses concerns to determine if immediate resolution may be provided or if further guidance is needed, in consultation with the appropriate HR leadership team</li>
</ul>

II. Union Relations

<ul>
	<li>Builds and maintains relationships with the Union by serving as the primary liaison between the University and the Union to ensure clear communication and effective coordination with relevant clusters, schools, departments, and offices</li>
	<li>Provides administrative and logistical support for Labor Management Committee/HR-Admin Partners meetings, Collective Bargaining Agreement negotiations, and grievance conferences</li>
	<li>Maintains, monitors, and regularly updates the tracker for union membership, Union leave requests, approved and disapproved Union leaves, communications, and official memoranda to ensure proper documentation and accessibility</li>
	<li>Issues official notices of Union Membership to newly regularized employees whose positions fall under the CBA, ensuring compliance with labor agreements</li>
</ul>

III. Policy Development Functions

<ul>
	<li>Keeps abreast with HR-related legislation, industry best practices, regulatory changes, and updates on HR systems and processes within the University</li>
	<li>Consolidates, formats, and reviews HR policies that were drafted by subject matter experts from the appropriate office, ensuring alignment with legal requirements and institutional guidelines</li>
	<li>Works with the Health, Care, and Well-being subcluster under the Mission Integration cluster and the Occupational Safety and Health Committee in drafting, reviewing, and updating policies related to employee health in compliance with government regulations and in ensuring the employee wellness and well-being</li>
	<li>Conducts evaluation studies on university policies and collaborates with the offices under the HR Cluster to gather data on compliance and relevance, provides recommendations on improving the content of the policy and the implementation process</li>
</ul>

IV. Information and Education Campaign Program Support

<ul>
	<li>Assists in creating a roadmap for the Information and Education Campaign programs related to HR policies and government regulations, employee and union relations, in collaboration with the different offices and concerned university units</li>
	<li>Provides logistical and administrative support in the implementation of IEC programs</li>
	<li>Works with the University Marketing and Communications Office in informing, communicating, and educating the community on HR policies, employee-relations matters, and union-related updates and agreements</li>
</ul>

V. Section Management Support

<ul>
	<li>Assists in the planning, implementation, and monitoring of Section activities and resources to ensure alignment with the goals of the Office</li>
	<li>Tracks communications with the university’s legal retainer for matters/issues submitted for legal advice to ensure that all queries are properly addressed</li>
	<li>Monitors and tracks deadlines, deliverables, and compliance with Section’s action plans</li>
	<li>Assists other sections and offices during peak seasons</li>
	<li>Provides support to university events and committee works</li>
</ul>

VI. Performs other work-related tasks as may be required by the immediate supervisor and authorized representative.

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